62: Leaders With Heart Understand That Leadership Is An Iterative Process



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In this episode, Heather speaks with Carey Jenkins, CEO of Substantial. Carey shares her unique outlook on her leadership journey, her leadership style, her refreshing outlook on the evolution of leadership and the power of mindset.

Key takeaways:

  • Be a continuous learner and seek fresh start in your leadership.
  • Be intentional in your leadership.
  • Be clear about your organization’s purpose.
  • A leader’s job is to serve the people he/she leads.
  • Leaders don’t need to be the hero, but to work with their team to be the hero.
  • Leaders need time to recharge.

Carey Jenkin’s Full BIO

Carey Jenkins believes in the power of transparent, empathic and direct communication in making stronger relationships in and out of the workplace. That’s why as a CEO of Substantial, she makes sure that more women seize more leadership opportunities and their strong connections with each other impact overall workforce growth in the company. She brings expertise in client relationship management, delivery management and business development. Carey is also passionate in building mutually beneficial partnerships with clients and team members. 

While not at work, she is deeply fond of staying at home with her husband and her five-year-old daughter. 

Massive Growth Opportunity

Nine months ago, I became the CEO of Substantial and it started my leadership journey afresh. I feel like a newbie, again, in a good way mostly. It was a huge moment for me, stepping into a lot of really uncomfortable places. 

I’ve never been a CEO before, so the entire role for me was new even though as a leader of the company, I have been doing many of the things that I still do now. But stepping into something that high-profile, with that much responsibility, looks tops for me. 

Sometimes it’s overwhelming but it’s just this massive growth opportunity and it’s really energizing for me. 

I am a big learner. I want to grow like I want to be a better leader today than I was yesterday. Although I make lots of mistakes, wins and things I am proud of, it’s a new day every single day, so I just try to be better and learn something. 

Create an atmosphere where people know how to progress. - Carey Jenkins, @Substantial #leadershipwithheart Click To Tweet

Iteration, Improvement and Grace

When you have a bad day, you go, “How do I wipe that off the slate and start new?” 

I am big believer of new beginnings. I am one of those people who strongly believe in the new year, in birthdays, or these milestones that give you a moment to start fresh. And so doing it day to day is just a much smaller increment where you can iterate and improve.

A couple of years into my tenure year, I was really struggling in my career. I had my baby and I was coming back from maternity leave. That was incredibly challenging. Since my whole company is around iterations and continuous improvement, it’s very ingrained in the way we create and launch products. 

At some point, I connected this approach we take to digital products to who I am as a person and what my career is, and that’s what started this mindset. I can grow myself. I can iterate on myself. I can learn from one mistake or setback and it will actually make me stronger rather than weaker. 

Also, I started connecting the two things much more intentionally: this approach that’s broadly accepted as the best way to create and launch amazing products and to use that mindset to think about myself and my career. It was a real watershed moment for me.

I love that word grace because it gives you some breathing room. I will say that it’s a mindset I have to remind myself of. Even though I do it by route in product development, transitioning that mindset to your career, in your personal life, and in your own personal growth, I have to remind myself. That’s a journey I take every day.

Incredibly Intentional

I am incredibly intentional with the conversations I have about the way I support and mentor people and my expectations for what we are trying to do at the company and how people contribute to that.

I am a challenging CEO to work for, just like others. I challenge people and I expect a lot from them, so I don’t know that intentional always feels positive to them. But, it is the way, I think, you can create an intentional atmosphere where people know how to progress.

How can I develop empathy and emotional intelligence in the people I work with in their own way? - Carey Jenkins, @Substantial #leadershipwithheart Click To Tweet

Things are changing so quickly in our space so it’s really about taking the moment to say, “Hey, who we thought we were and who we’ve been for over a decade is great. It has been successful and we have these phenomenal human beings who work here. But let’s think about the next three years, and I mean three years.” 

It’s because I don’t think the pace of change, thinking about who we are in five or ten years, is actually worth our time in this moment. I’m thinking in the three-year time frame because things change that quickly.

I was handed a change, an opportunity, and a moment to step up. - Carey Jenkins, @Substantial #leadershipwithheart Click To Tweet
Companies and teams don’t need a hero. They need a leader. - Carey Jenkins, @Substantial #leadershipwithheart Click To Tweet
Give yourself time to recharge. You should take a break. - Carey Jenkins, @Substantial #leadershipwithheart Click To Tweet


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56: Leaders With Heart Ask The Right Questions To Understand The People They Lead.



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In this episode, Heather speaks with Peter Melby, CEO of Greystone Technology, about his leadership style, the reason he likes to lead, and his unique way of ensuring consistent communication and conversation among the team and the manager. You will learn a ton from this one!

Key Takeaways:

  • Growth comes from insisting on learning and adapting.
  • It’s important to be able to bring mistakes forward to be able to bring great things to the market.
  • Leaders need to connect with people to get to the problem they need to solve.
  • Human nature is our common thread.
  • In order to find out where people really are, leaders must ask the right questions.
  • Remember, you don’t have to do it alone. You have a team.
  • Setting up consistent, objective practices that produce positive emotions in those you lead.
  • Don’t miss the opportunity to have camaraderie in your leadership. It’s easier to do it together.

Peter Melby’s Full BIO

For Peter Melby, he already got his dream job.

Peter currently serves as the Chief Executive Officer of Greystone Technology and he is passionate to drive the movement for new strategies to provide deeper impact in any way possible rather than  traditional service structures. 

Under his direction, Greystone Technology has been recognized for growth and quality by numerous organizations and institutions. Because of that, he has been awarded as one of the Denver Business Journal’s Top 40 Under 40 in 2016 along with ColoradoBiz Magazine’s Top 25 Most Influential Young Professionals.

Create with a Purpose

I want to create something that isn’t there. I was always encouraged to create with a purpose. Growing up, I love the idea of construction. But as I look at where my strengths were, building organizationally and doing something in a market that was very foreign became very exciting for me. I’m not necessarily building something I can physically see, but I am building something that no one else has ever done in a space that we fill.

Seeing how the art of creating connects to the science of being methodically successful and bringing those together is a unique trait that most people who grow up without that dichotomy would probably skip over.

There's no arrival point when it comes to leadership. #leadershipwithheart Click To Tweet

The Common Thread

It easy to see humans as very conflicted and challenging. But the more that we dig down, we realize we have a common thread that runs between all of us. Seeing the same humanity in each of them shows that the lessons I learned at home can help me be a better leader at work. I think it’s just whether or not we recognize where we are at and how intentional we are about it.

I’ve always had good intentions about wanting to lead the team well and to build a culture. I think everybody does have good intentions.  But if I am going into conversations as ‘the boss,’ and tell everybody how I feel about everything rather than trying to understand first how my people see and criticize themselves, I am missing a huge leadership opportunity.

Leaders just want to see success in things. #leadershipwithheart Click To Tweet

I am still impatient. I still have high standards. I still definitely slip into a self-focused view of trying to assign blame to make myself feel better because I am human and that’s very natural. But the things that I’ve been able to work on in myself to recognize those at times and correct them before they cause damage for so many of us over time is probably the most important lesson that I have learned.

Some people project confidence when they feel insecure. Insecurity breeds an appearance of confidence and arrogance. I hate seeing that. But if I am truly going to take the best approach, it’s not about removing the arrogance. It’s about getting to the bottom of those things.

Psychological Safety

We’ve seen the value in really systemizing our communication within our teams and not around specific projects. In order to build a culture where there’s psychological safety or the ability to share real information, to admit that you don’t know something, to ask for help, to celebrate together, and to show up as a real person and not someone whose defensive or just trying to show the best side of what’s happening — that doesn’t happen overnight. It only happens when there’s consistent practice.

As a technology company, we’ve worked to put a black-and-white system in place for the nuances and all the gray areas of people.

It allows us to practice engaging into the reality of where we’re at and where we and our team can meet. We’ve really worked to bring some of the structure of the conversations that don’t happen naturally, those that we often avoid because we don’t want to create discomfort. 

By doing that consistently, we have practiced it to a point that humanity becomes normal and psychological safety becomes something that is significantly more possible to achieve than if we just left everybody to their own devices. 

No one knows everything. #leadershipwithheart Click To Tweet
A good IT person solves problems, but a great IT person knows what problems he is solving. #leadershipwithheart Click To Tweet
I found most of my learning when I was willing to let down that guard and not pretend to be something I’m not. #leadershipwithheart Click To Tweet


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55: Leaders With Heart Hold Space To Truly Connect With Their People



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In this episode, Heather speaks with Claude Silver, Chief Heart Officer at VaynerMedia, about her leadership style, the unique ways she engages with her team, how her “real” way of leading grows those around her and much more. She is someone you’d want to sit and talk with for a lifetime. Don’t miss this.

Key Takeaways:

  • Everything is about relationships and connection.
  • Introduce 10 random employees to new ones so they get a sense of who you are.
  • We all have brokenness. While it’s not good to live in that space all the time, it’s important to show different sides of you to your people to build deep trust.
  • Be accountable for how you show up to your people.
  • In the moment when we show our humanity, the beauty and the richness are there.
  • Have the tough conversations; look yourself in the mirror too.
  • Connection is the end all-and creates trusts and anything is possible with trust.
  • Listen, Listen, Listen.
  • Be radically transparent.

Claude Silver’s Full BIO

After nearly 20 years at numerous Fortune 50 companies, Claude Silver has finally found her home as VaynerMedia’s Chief Heart Officer. She is passionate is creating spaces for people to thrive in through the culture of empathy. Her success in guiding client relationships, global brand strategies, operations, and management can attest to that.

She is in constant quest to discover new ways to hold space for people and bring growth opportunities to them with professional growth workshops, and corporate team-building sessions. She knows she doesn’t have all the answers, but she is committed in helping her people find their own. For Claude, this is her life’s work. 

Strength through Accountability

I had to go and be accountable for who I had showed up as and who I know I am. By no means am I a perfect leader or a perfect human. 

I think, in the moment of challenge, weakness or vulnerability is the strength. That is the key, and also taking the accountability and coming into terms with the fact that I, too, have bad days. I, too, have really uncomfortable moments. I, too, am dumbfounded sometimes, but I get up and I have to go back again.

I am who I am. What you see is what you get, and the most wonderful and most generous thing that life is bringing me right now is an opportunity to share what I’ve learned along the way and my DNA– what comes to me naturally.

Connection for me is the beginning, middle and end. #leadershipwithheart Click To Tweet

Fallible, Emotional and Human

With trust, anything is possible. #leadershipwithheart Click To Tweet

I remember I publicly “fought” with another member of the C-suite. We had much more than a debate and I chose to be a human being in that moment—fallible and emotional rather than a leader. 

It was more than a disagreement than yelling but it was not cool. I know my job is to hold space for every single person here and set an example. But getting into a fight with another was not the way I want to show up every single day.

I immediately cooled off for a second and I got my team later on that afternoon. I let them know that that was my fault. I need to act much more like a parent when I’m at work and anything that I am having a hard time with needs to go behind closed doors. 

That conversation was one that did not need to be aired in public and it was something that I could have stopped at any moment. I just said, “You know what, I’m just going to go, have this conversation in the bedroom.”

It was a few years ago and it’s funny that he and I are very, very good friends now. But we needed that moment and I needed to then go apologize to him.

Connecting and Listening

Connecting as a human being is letting them know where I am, where I have been, and why I haven’t I shared this bit of information until today, or whatever it is. Connection for me is the beginning, middle and end, which creates trust. 

With trust, anything is possible. I feel like we can now start to let down our guards, let each other in and become fallible and vulnerable. 

With connection and trust, I do things that I feel like, “Will it increase the level of trust and connection?” Sometimes that is even like asking someone to get involved in a project with me. I want to let them in and I want to share.

Intention is everything. Size doesn't matter. #leadershipwithheart Click To Tweet

I think listening is really hard so I would highly suggest it. I would also suggest asking open-ended questions so that you can glean from what that person really has to say rather than a ‘yes-or-no’ question. 

I used the term ‘holding space’ quite a bit because it’s really being with that person in a non-judgmental way. Being radically real, radically human, transparent, vulnerable and grateful I think goes a very long way, so I would deploy as much EQ as you possibly could to get back on that horse if you fall off. 

That also means saying thank you and making sure that that person feels recognized by you—anything from a high five, an email, a wink or whatever it is.

I'm here to hold space, to be of service and to take action. #leadershipwithheart Click To Tweet
By no means am I a perfect leader or a perfect human. #leadershipwithheart Click To Tweet


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54: Leaders With Heart Are Self-Reflective



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In this episode, Heather speaks with John Haynes III, Director of Corporate HR, Americas at Johnson Controls, about his leadership style, a time when he was not his best self and some tips for self-reflection. This is an engaging conversation around communication techniques and strategies for those looking for insights.

Key takeaways:

  • Do the mirror work to be self-reflective.
  • Get feedback on your leadership style from different people.
  • Don’t stop experimenting with solutions.
  • Take care of yourself first.
  • Think of your relationship with your people as an equal energy exchange.
  • We can’t use one communication strategy for everyone. Have more to choose from.

John Haynes’ Full BIO

John Haynes III is a seasoned HR professional. He possesses 19+ years of experience as an accomplished Human Capital practitioner and generalist with national, international expertise spanning across different HR management areas. He demonstrated success across vital global-influencing industries and has served small, medium and large companies. He is an expert in developing and instituting strategies to drive and manage through rapid growth, business evolution, and resurgence.

Leaders of Leaders

I think everything rises and falls on leadership. When you don’t have it, the organization won’t grow, although it might be successful on some aspects. Also, you’re not engaging with the people that need to actually stay and help you.

When I was younger, I was always the kid who solves people’s problems and a go-to for folks to get advice. At that time, I just married who I was as a kid with what I wanted to do and what I was led to do professionally. From that point on, more leaders started to come to me to lead them. Now, I am known as the “Leader of Leaders,” and the “Visionary to visionaries” all because I went with how my body, mind and spirit are made with respect to people. I cannot tell you how to wire a circuit at all but I can tell you how people are wired.

Had I not gone through what I would call a tumultuous time, a time when I really thought I was lost, I wouldn't be here today. #leadershipwithheart Click To Tweet

A Second Position

I had to figure out a totally different way to appeal and reach unto the leaders I was supporting. What was essential for me to discover was the need to back up and develop more trust with leaders while being authentic from the beginning.

I needed to develop that trust with leaders so that they know where I was coming from, are aware of my communication style and realize there’s no threat of me making decisions for them as a leader. I just had to figure out a different approach.

I realized through other incidents in my life that I had to take a second position in order to reach other leaders from where they were. That takes a level of humility and gratefulness to influence them and leverage the opportunity. I had to scale myself back a bit.

I had to be willing to give some coaching myself. I have to open myself up and say, “Hey, I know what I am doing as a leader, as a coach, and as an HR professional, but let me seek some wise counsel about how to reach these people.”

It takes a certain level of maturity not to drink your own Kool Aid in an arrogant way. #leadershipwithheart Click To Tweet

A Child’s Mind

I don’t disengage. I reengage at a higher level, and I don’t stop knocking on that person’s door. I continue to ask them for wise counsel and advice. I ask them about the world in which they live and begin to learn, sit back, listen and wait for the opportunity to exchange. 

When you ask for feedback about what to do differently from people who may be are perceived enemies or challenges in the organization, still ask for notes from them because even if they tell you something that seems totally off-base, incorrect and you know you would not do, there are some golden nuggets you could find there to attach and implement in your life and in your leadership style to reach them and others.

I have to come to the table with the eyes and the mind of a child. Be an empty cup, ready to be filled with something new. One thing that leaders wrongfully perceive is that acting at a greater level of humility doesn’t mean you’re soft or you’re lost. It only means that you’re really working to build the relationship up to meet other leaders from where they are.

 

Listening is a key factor in communication. People looking for a listener can tell when others aren't listening. #leadershipwithheart Click To Tweet As a leader, you develop multiple methodologies to reach people. #leadershipwithheart Click To Tweet Do the mirror work. Be self-reflective. #leadershipwithheart Click To Tweet

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52: Leaders With Heart Use Empathy To Understand Their People



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In this episode, Heather speaks with Sarah Bernhardt, VP, People of Greystone Technologies about her leadership style, a time when she was not the best version of herself and one critical thing leaders can do when they are stalled in their approach to connect with their people.

Key Takeaways:

  • Even when we are not our best selves, we should be able to bring our whole selves to work.
  • Getting out of the daily environment to connect with our people is all we need to do.
  • Moving physically away from negative environments can change how we lead.
  • Never lose empathy for those you lead. Put yourself in their shoes.
  • Sometimes when people misbehave at work, they are living out of fear.
  • Think about the intentions of your people when they behave oddly.

She’ll be a special treat for those of you listening on the show. Tune in and learn!

Sarah Bernhardt’s Full BIO

Sarah is passionate about building things and making a lasting mark in the companies she partners with. Currently, she is Vice President of People at Greystone Technologies as their first ever HR professional. 

With a strong 16+ year HR career, Sarah strongly believes that HR isn’t about forms in triplicate and 9-page policies; it’s about navigating the complexities of being human in the workplace and aligning those strengths with organizational needs.

Building Things

I really love building things, making a difference and leaving a legacy. One of the coolest things about coming to Greystone was I got to be the first HR person they’ve ever had. That was huge for me because it’s an organization with a hundred years of history and I’ve been coming in on the back end of that. 

We call that “the legacy stuff” and I love the idea that I’d be a part of building that for us. I’m into building things and helping other people build their things.

I know the folks that I work with now are not going to be here forever. We talk about that and that’s okay. But I want to help them in their journey to get to their next place too, their next spot, even though I don’t want it to be tomorrow.

Never lose empathy. #leadershipwithheart Click To Tweet

Taking it Personally

So much behavior is driven by fear. #leadershipwithheart Click To Tweet

We’ve created an environment where we talk about all the things good and bad. Sometimes as a leader, that’s hard because I am emotional person too. If somebody will give me constructive feedback, somebody will tell me he’s just not feeling it, or somebody’s engagement is suffering, I take that personally because I care deeply about what we’re doing. 

When you are fostering an environment where it’s okay to be yourself at work, sometimes you’re going to hear feedback you don’t want to hear. 

But, even when I am not my best self, I feel like we have an environment where we can bring our whole person to work. Even when stuff’s not going well, we can talk about it.

When I think about myself, if things are going great at home, my tolerance level for a baloney at work is significantly higher. 

But, if I’m struggling at home, my kid is sick, my husband is struggling and life is just harder at home, it becomes tougher to put on that “game face” at work. Having balance between those things is pretty big.

I really invest in the folks that I’m working with and I really want them to be okay, happy, successful, growing and feeling good about stuff and when they’re not, occasionally, I take it personally.

Other People’s Shoes

Remembering to place myself in other persons’ shoes and understand what they might be thinking and feeling is really powerful.

Oftentimes, the people that we work with are behaving in ways that we find abrasive or challenging. When we think of toxic behavior in the workplace, so much of it is fear-based—controlling information, playing politics, etc. 

These kinds of behaviors are just people wanting to be successful and want what’s good in the organization. Sometimes we just don’t know how to deal with it or we’ve only seen it done in certain ways. We behave in these manners to end up being negative.

Getting out of our environment, switching things up, is big. #leadershipwithheart Click To Tweet

But why are they acting this way? What could be driving this behavior? Think about their intentions. When somebody is driving me nuts, I look at them and understand that their heart is in the right place. I trust their intent.

Almost everybody thinks they’re the good guys in any situation. So, if you can look at it from that perspective, even if somebody’s acting out, it’s because they’re not feeling heard, or they think something is being handled incorrectly.

I care a lot about what we're doing. I'm personally involved and sometimes I am not as disconnected emotionally as i should be. #leadershipwithheart Click To Tweet

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51: Leaders With Heart Promote Love In The Workplace



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In this episode, Heather speaks with Renée Smith, Director of Workplace Transformations for Washington State, about her leadership journey, her innovative approach to infusing love in the government, her challenges as a leader and some very clear ways in which leaders can show more love and care for the people they lead. You wouldn’t want to miss this and you’ll probably listen to it twice!

 

Key takeaways:

  • Once we decrease fear in the workplace, we increase love.
  • When we bring more humanity into the workplace, we increase performance.
  • We need to invite people to be more real at work.
  • Emotional responses need to be more understood.
  • We need to get comfortable leading our people through emotional circumstances to build more trust.
  • Help your team feel loved and cared for.
  • Help, to create a family atmosphere. 

I love her focus on people and her mission to make government more human. This will surely be a listener favorite!

Renee Smith’s Full BIO

Renée Smith is passionate about making the workplace more effective and humane. She champions the development of A Human Workplace community and commits to Making Work More Human by increasing love and decreasing fear in the workplace.  

Currently, Renée is the Director of Workplace Transformations for Washington State as part of the Governor’s Results Washington Office. Prior to that, she served at the Department of Enterprise Services leading the Organization Development Services division.

She earned a Master of Science in Organization Development from Pepperdine University and received the Governor’s Leadership in Management Award for her original strategy work and Lean culture work at DES in 2014. Renée is a doting mother of four.  

Less Fear, More Love

I get to advocate for a decrease in fear and an increase in love in the workplace to make work more human, specifically making government more human.

I asked my executive, “What do you think is the most important job of a leader in the context of this work? He immediately answered to “eliminate fear from the workplace.” 

It was not a new idea, but it was certainly  a beautiful and brilliant expression of what we have been trying to do, what we have seen our executives trying to do, and what we are encouraged to do through our leadership in the agency.

 

Fear and love are the two primary human emotional experiences that we have and everything emanates out of one of those. If we want to create an environment where people are going to take risks, be honest about the challenges they face, post their performance date on the walls and talk about problems, if we want them to do all the things, if we want them to empathize with customers and create different kinds of experiences for them, then, we’ve got to create an environment where they can do that, and that starts with love.

There is way too much fear and pain in our work. But I think people are ready for something different.

We need whole, real people in our workplaces. #leadershipwithheart Click To Tweet

Better Together

As a young person, I already found my way into leadership roles especially in high school.

Back in the day, I learned about communication, decision-making and basically how to bring people together, help teams to be efficient and be able to have a good time.

I was curious about how we can bring people together so that everyone’s included and create that experience that is high performance and highly human. The more human we can be together, the better our performances.

How do we help and optimize what’s possible but not be so brutal on people? I’m a person who likes change but I certainly had lots of team members who don’t. Most people are freaked out by change naturally, so I love thinking about how to help people get through that in a more human way.

It's not only our brain and body that should be present at work, but also our identities, intuition, spirit, emotions and our connections to each other. #leadershipwithheart Click To Tweet

The Pain of Sitting Still

As I formed my career at a later point in time, I had a moment of being behind. 

I was surrounded by people who had been doing well. I knew I had things to contribute. I knew that my unusual early experiences as an adult were relevant but they didn’t look the same as everyone else’s. I had to figure out the leadership I wanted to bring and how to do that. It took a while for me to figure out exactly how to do that.

People will follow people who are real. #leadershipwithheart Click To Tweet

As my hesitation held me back, I realized that the pain of sitting still and watching other people do the things that I also wanted to contribute was greater than the fear of stepping forward.

I had things I want to say and share. I wanted to participate.

As leaders, we have to lead people through painful circumstances. #leadershipwithheart Click To Tweet
Know your people and take interest in them. Help them to learn and grow. #leadershipwithheart Click To Tweet


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49: Leaders With Heart Speak The Future Into The People They Lead



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In this episode, Heather speaks with Daniel McCollum of Torrent Consulting about his leadership journey, his drive to raise others up and how his own personal why helped his organization get back on track.

Key takeaways:

  • You can empower others but don’t abdicate your leadership.
  • It’s important that leaders speak the future into their people by setting a vision that might be bigger than they thought they can do.
  • Creating the vision removes the fear.
  • It’s often necessary to deepen the roots and slow down growth to move the business forward.
  • Leading others is a privilege not a right.
  • If you can’t answer what your personal why and organizational why are, move to another job.

This is a rich and deep conversation. Listen in!

Daniel McCollum’s Full BIO

Daniel is the CEO at Torrent Consulting. He is a Certified Salesforce Consultant with years of CRM and Salesforce experience. A firm believer of the “Greater Growth, Greater Impact” mindset, he is passionate about raising up impact-driven business leaders. Daniel has 15+ years of project management and technology solution experience across various technologies and organizations. He deeply fancies his family, as well as living overseas.

Loving and Serving

That’s really at the core—to love and serve people every day. I am really passionate about raising up leaders and giving that opportunity to all people regardless of economic status, race, religion, or where you’re at in the world, so that together, we can make an impact to the world. 

I started realizing this with my kids. I talk to them all the time about being leaders, and loving and serving people who aren’t like us. 

This thread of wanting to raise up other leaders is my personal outlet for loving and serving, where I feel I can bring the most value to the world. 

 

It's a privilege to lead other people. #leadershipwithheart Click To Tweet

Speaking the Future

How do I serve my people so that they can be successful? #leadershipwithheart Click To Tweet

Where do I see my people in two or three years? I think that is where the fear comes in, and that’s where you need courage. It’s not the absence of fear, right? Courage is the willingness to face the fear and move through it. We all need that.

I think projecting and speaking the future to people’s lives are really important. It actually gives them the courage to make decisions, and take those little steps in the journey to develop them as a leader. We all need people in our lives.

I need to help give them the tools to make those steps to get where they need to go. I need to give them opportunity to develop a voice to speak to both the company and the team. 

People are going to grow and evolve. I don’t expect everybody to come, be here for 40 years and retire. This may be a leg of their journey. They may need to go somewhere else to advance in their leadership development. It is our job to help people understand their personal why. 

Grow Faster

If I am going to get up and talk about growing leaders and being servant-oriented, I, as the CEO, have to be the one that grows the fastest, leads and serves the most than anybody in the company. Because if I can’t keep up and I can’t model that, then nobody else will be able to.

There's a ton of opportunities for people to grow over time. #leadershipwithheart Click To Tweet

I know I have to be one. If I say, “We’ve got to grow and develop leaders this year,” I personally have to grow and develop faster than anybody else in the company to keep up, especially if I have the right people. They’re going to blow past me and be applying for my job one day if I’m not growing.

When you're growing fast, you don't have the time to slow down and really build the infrastructure and the support that your people need. #leadershipwithheart Click To Tweet
As we grow and expanded, it has made me more humble and responsible. #leadershipwithheart Click To Tweet

How To Show Them Their Voices Matter

We all seek to be heard. We feel valued when we are listened to. For us professionals, this is specially important as this greatly affects an employee’s desire to stay.

Join Heather R. Younger, J.D., in an exclusive webinar where you can learn about effective ways to listen, understand the elements of the art of listening and her signature Cycle of Listening process that will bring you higher employee satisfaction and retention. To register, click this Link.


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